Summary of article:
The article gathers opinions from 15 different entrepreneurs about how to make startup employees happy and motivated. The article suggests 15 ways to do so: 1. Trust the ability of the employee and give them autonomy to complete the task 2. Ask “how are you?” to let employees feel and know they are being heard 3. Giving memorable experience is way better than giving money as an incentive. 4. Flexible working schedule
5. Provide employees with opportunity to learn in order to let them know we care about their long-term success. 6. Let employees to work as a business partner and define their own roles 7. Make them feel they are valuable and is part of the bigger picture 8. A customized reward makes employees feel we actually care about what they like in exchange for a job well done 9. Make employees feel relaxed and ask for feedback
10. Weekly meeting to increase team transparency and collaboration 11. Let employees to choose their own project in order to identify hidden talents, create solution, discover unknown problem and improve employee moral. 12. Give promotion on job title or raise/bonus when employee do a good job 13. Offer employees incentive to learn and become a smarter and more productive worker. 14. Make them feel they are home
15. Be a role model for your employee
Analysis and validation:
I decided to test the validation of the article point by point. According to the McClelland’s Theory of Needs, human beings have nonhierarchical needs result in particular pattern of motivation. Need of power validate point 1 which the give of autonomy can motivate employees. Moreover, in the textbook, it mentioned alternative working schedule can lower absenteeism and turnover, because it makes employees happy by giving flexible working schedule, which validate point 4 in the article. The textbook also mentioned on enhancing goal commitment, and a learning goal orientation can increase a person performance on tasks, which validate point 5 and 13. Financial incentives have been found to increase performance and lower turnover rate, which validate point 12 indicate that employees are motivated on raise and promotion. According to Elton Mayo, he introduced Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together, this theory can validate point 2 on having better communication between managers and workers and let them know they are being heard. The theory also validate point 8 and 14, which to let employees feel we care about what they like and to treat them well like they are at home. Furthermore, Frederick Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods, the Empowerment method means delegating more power to employees to make their own decisions over areas of their working life can validate point 6 and 11. Last by not least, based on theorist Covington, self-worth theory means people are believed to be primarily motivated by the need to perceive themselves as competent, which validate point 7 that employee need to feel themselves important for the company. In conclusion, only 4 out of 15 points cannot be validate, the suggestions given in the article are supported with theory and empirical research, therefore the information and recommendation in the article can be trusted.
Johns & Saks. (2011). Organizational Behavior: Understanding and Managing Life at Work. Pearson-Prentice Hall: Toronto. Sandra Graham & Bernard Weiner. (1996). Theories and Principles of Motivation. Prentice Hall The Young Entrepreneur Council. (2012). Fifteen ways to keep startup staffs happy. The Globe and Mail. Weiner, B....